Overcome Hiring Challenges with Effective Strategies

Recruiting the right profile for a company can be a daunting task. According to recent data, approximately 60% of companies report difficulties in filling positions with the appropriate candidates. This can lead to high turnover rates, negatively impacting productivity and workplace environment, as well as the costs associated with future replacements.

Identifying the Ideal Profile

In the daily operations of a business, we often focus on putting out fires rather than taking the time to build or improve recruitment processes. What many may not realize is that a bad hire can be extremely costly, with potential expenses ranging from 4 to 15 times the employee's salary.

We can structure the identification process into three parts: hard skills, soft skills, and organizational values.

Hard Skills: Consider the following questions:

• What are the mandatory technical skills required for this role?

• What are the desirable technical skills?

• What technical skills can be developed while the person is with the company?

Soft Skills:

• What characteristics stand out in our current professionals?

• What abilities do we need most in our daily operations?

Organizational Values:

• What values are the pillars of our culture?

• How are our values lived and felt?

• How do we strengthen these values?

There are various profiling tests that can assist in conducting behavioral evaluations, such as the GRIT test, Big Five, Growth Mindset, STAR, and DISC.

Job description

Now that we understand the profile we are looking for, it’s time to begin crafting the job description. This can be divided into six key stages: job title, information about your company, necessary qualifications and skills, responsibilities of the role, benefits, and essential information.

Here are some tips:

• Job Title: Use a clear and straightforward description that candidates can easily find.

• Promote Inclusion: For roles with masculine titles, consider placing "Person" in front. For example, use "Developer" instead of "Developer." Interestingly, this modification increases the number of women applying by 20%.

• Include Mission, Vision, Values, Culture: Always mention how you offer a great work environment.

• Add Value-Driven Information: Include details that your target persona values, such as quality service, excellent products, challenging workloads, flexibility, and low bureaucracy.

• Be Mindful of Requirements: Sometimes it’s better to keep technical requirements concise while emphasizing soft skills.

• Responsibilities: Outline routines, challenges, and expectations for the role. Group similar tasks for better engagement.

• Benefits: Focus not only on monetary compensation but also on work styles such as flexible hours, the ability to work from anywhere in Brazil, and remote work options.

• Essential Information: Include salary, workplace location, hours, and work format (on-site, remote, or hybrid).

Compensation Goes Beyond Salary

Salary is undoubtedly the most important factor for job seekers, with 56% of Brazilian companies citing it as the most influential factor in attracting candidates. However, compensation encompasses much more than just salary. The structure and weight you assign to salary and benefits are directly tied to your culture, the profile you wish to attract, and how you motivate your team.

We can utilize the following compensation strategies:

• Short-term Incentives: This includes fixed salaries plus variable pay, which may encompass commissions, bonuses, profit-sharing, awards, etc.

• Long-term Incentives: Stock options, bonuses, and equity.

• Benefits: These include all services or products provided for the use of employees or their families, such as health and dental plans, vehicles, childcare, wellness packages, meal vouchers, etc.

Within total compensation, it’s essential to compare your offerings with those of similar companies in your industry to understand your differentiators against competitors. It’s also beneficial to analyze the distribution of benefit weights relative to salary to see what may be more attractive to candidates.

It is crucial for companies to adopt effective recruitment and selection strategies to attract and retain the right talent. Additionally, investing in training and skill development programs can be an effective way to fill competency gaps and ensure that employees align with the company’s needs. In summary, recruiting the right profile is essential for a company’s success and requires proactive and assertive efforts.